Our style

The Vivacci approach to Coaching

Coaching provides those who benefit from it with an exceptional opportunity for taking a detached view of their situation and a means of stimulating their professional development.

It offers an ideal opening for improving individual performance via an enrichment of one’s strategic vision, professional capacities and interactions, skills and behaviour.

The coach performs a mirror function, helping leaders/managers to widen their vision of their situation and environment. The coach enables them to compare their reality with that of their professional environment, forcing them to be respectful, courageous and demanding.

Effective coaching is of course based to a large extent on empathy and trust. The onus for Vivacci is not however on comfort, continuity and facilitation, grounded in certitudes and formulaic plans. More than just an opportunity to work on personal development, the objective of coaching for Vivacci is to work on strategic and operational performance, focusing attention on the reality and dynamics of the company.

For us at Vivacci, the key aim of coaching is to stimulate a conscious but non-manipulative transformation of the company leader or manager who benefits from our input.

Our in-depth awareness of corporate life, from grass roots issues up to the problems that have to be addressed by managers and executives, coupled with our consultant-coach expertise, enables us to provide a response that is direct, rapid, effective and pragmatic, all at the same time.

Our methods and typical areas of intervention

Listening, reformulation, refocusing

In this context, the consultant helps the person to explore a situation or to formulate a problem. By reformulating what he/she has understood the consultant provides a model for further thought and discussion. By refocusing, the consultant enables the coachee to view the situation from a different perspective.


The consultant’s role here is that of an outside observer looking in, providing an objective analysis of the situation. For example, the consultant could accompany the coachee in a number of different work situations in order to observe the latter’s performance and then provide feedback on the behaviour observed. In this respect, we place a strong emphasis on increasing the effectiveness of management meetings.

Concept & methodology input

In response to the questions asked and the problems identified, the consultant provides answers and solutions via appropriate concepts and methods.

Simulation & Role Play